How to build trust and confidence in your team

Reader,

Trust is the foundation of every great team. It’s what inspires confidence in your integrity, ability, and character.

In this email, I want to introduce you to 3 Reciprocal Principles that, when in balance, build trust—and when out of balance, can erode it.

I’m not here to rival research-based leadership models. Instead, these principles are drawn from decades of observing and learning from hundreds of leaders. Patterns emerge, and these are the ones I’ve seen repeatedly.

As you read, I invite you to ask yourself: Could this explain any trust challenges I’ve experienced in my team?

When trust erodes

One of the hardest challenges you can face as a leader is dealing with a team member you don’t trust. You know the feeling:

• That sinking sensation after yet another mistake is made.
• The constant wondering if they’ll finally get it right.
• The fear that alignment isn’t there.

On the flip side, it’s equally disheartening to not be trusted.

• Questions from your boss that make it clear they doubt you.
• The colleague who scrutinizes your every move.
• Feeling the need to constantly explain or justify yourself.

Lack of trust wastes time, drains energy, stifles collaboration, and undermines potential. But when trust thrives, so does your team.

The 3 Reciprocal Principles

These three principles, when balanced, create an environment where trust flourishes.

#1 Know and be known

Knowing your team builds trust in their decisions. When you understand their unique skills, perspectives, and approaches, you can trust their choices—even when they differ from yours.

Similarly, being known by your team fosters trust in your leadership. When they understand how you think and why you make decisions, you don’t have to constantly explain yourself.

Diagnose:

Without mutual knowing and being known in a team, trust is replaced by assumptions, doubt and distrust.

And the more your team knows one another, the deeper the trust and the greater the confidence there will be.

• If you don’t trust your team, invest time in getting to know them better.
• If your team doesn’t seem to trust you, let them see more of how you think and work.

#2 Develop you and develop others.

When you focus on improving yourself, it keeps you humble and less critical of others. Your growth inspires their trust and confidence.

When you focus on developing your team, it deepens trust because they know you care enough to draw out their greatest potential.

Diagnose:

The balance of inward and outward focus is essential to build trust.

• Struggling to trust your team? Start with your own development. Reflect on your growth areas and lead by example.
• Feeling insecure or overly critical? Consider the ways your unique lens benefits your team and use it to help them make their work better and expand their thinking.

What is the first thing you should develop in yourself and others? Your thinking!

• Expand the way you think by learning from the perspectives of others.
• Develop your ability to see from different vantage points.
• Work hard at knowing your unique lens and confidently contributing it.

When your thinking changes, what you do and the results you get will follow.

The same is true for your team, so resist the urge to focus first on what your team is doing.

#3 Respond and anticipate.

Responding to immediate needs shows your team you have their back. Every time you step in, you reinforce trust in your reliability.

Anticipating future needs is equally crucial. Planning ahead prevents last-minute chaos, missed details, or costly mistakes—all of which erode trust.

Diagnose:

This balance between the present and the future builds trust in your leadership. It equips your team to not only accomplish more but also have a far better experience while doing the work.

• Are you responsive to your team’s needs?
• Do you regularly make time to anticipate what’s ahead and plan for it?
• If not, adjust your focus and balance the two. and the team’s ability to succeed in the challenges and opportunities ahead.

In conclusion

Teams are like pendulums—they swing between extremes and need help finding balance.

By applying the 3 Reciprocal Principles, you can pinpoint trust imbalances and take practical steps to strengthen and protect it every day.

Let me know how these principles resonate with you—I’d love to hear your thoughts!

Enjoy!

Sara

​http:www.potentialarena.com